构建企业高管人员绩效评估指标体系探析

Research on the Construction of the Performance Evaluation Index System

对企业高管人员进行有效的绩效评估指标提取是高管人员绩效评估的关键。以对众多企业管理层进行实地调查和谈话性调研为基础,得出目前企业高管人员绩效评估指标体系的评价误区:长期战略性评价指标被忽视,灵活性和针对性较差,过多选用定性指标,通过对误区解读,同时基于问卷调查的结果,分别从财务、客户、企业内部运营、个人这四个维度展开分析,通过相关性分析筛选出有效且独立性较好的二级指标,最终以层次分析法来确定绩效评价指标的权重和指标中各维度的权重,最终建立客观、有效的企业高管人员绩效评估指标体系模型。

The performance evaluation indexes of senior management are the key of evaluating senior management＇s performance. Based on the investigation and talk with the management personnel, current evaluation of senior management performance evaluation has many wrong points： long-term strategic evaluation index is ignored, lack of flexibility and pertinence, much less to choose through qualitative indexes, based on the error of the questionnaire resuit, separately to the four parts： finance, customer, internal operation, personal. Through correlation analysis, this paper chooses effective and independence secondary indexes. With analytic hierarchy process, the performance evaluation index weight and the weight of each index is determined, and finally the of the objective and effective senior management performance evaluation index system model is established.